TALENTGUARD, INC. Professional in Career Management (PCM) Certification Handbook

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1 TALENTGUARD, INC. Professional in Career Management (PCM) Certification Handbook 2014

2 Contents WELCOME!...4 HOW TO USE THIS HANDBOOK...4 THE PCM GOVERNANCE COUNCIL...4 HISTORY HOW WAS THE PCM PROGRAM DEVELOPED...4 Examination Item Development...5 Passing Score...6 WHAT IS THE PURPOSE OF THE PCM CREDENTIAL?...6 WHAT ARE THE BENEFITS OF CERTIFICATION?...6 GETTING READY FOR THE TEST...7 Who Can Take the Test...7 HOW MUCH DOES IT COST?...7 HOW DO I APPLY?...7 WHEN AND WHERE IS THE TEST GIVEN?...7 WHAT IS THE FORMAT FOR THE TEST?...7 WHAT DO I NEED TO KNOW FOR THE TEST?...8 The Exam Content Outline...8 HOW DO I PREPARE FOR THE TEST?...8 TAKING THE TEST...8 Sample Examination Questions P a g e

3 HOW IS THE TEST SCORED?...9 WHAT INFORMATION WILL I RECEIVE ABOUT MY SCORE? WHEN WILL I RECEIVE MY TEST RESULTS? Appeals Provisions Retaking the Test Nondiscrimination Policy CERTIFICATION MAINTENANCE CAREER MANAGEMENT BODY OF KNOWLEDGE Strategic Career Management Human Engagement Career Development Model Magnify Align Target Create Harness Ethics and Benchmarks P a g e

4 WELCOME! Welcome and congratulations on taking the first step toward earning the Professional in Career Management (PCM) credential. TalentGuard, Inc. (formerly the National Society of Career Management) established the Professional in Career Management credential in 2006 to promote the highest standards of career management through the credentialing of career management professionals. By choosing to review this candidate handbook, you have taken the first step toward joining those who have distinguished themselves by earning the PCM. HOW TO USE THIS HANDBOOK This handbook summarizes key aspects of the PCM credential, and is intended to help you understand why the program was developed, how it is governed, its policies and procedures, and the steps to earning and maintaining the PCM credential. The handbook is a useful reference to you as you: Make your decision whether to pursue the PCM Develop your course of study to meet the eligibility requirements of the PCM Complete the PCM application Study and prepare for the PCM examination Seek to maintain (or provide yourself another opportunity to earn) the PCM The PCM course is a vibrant program that continues to grow and be refined in accord with the evolution of career management practices. You are encouraged to use this handbook as a supplement to the program information provided on the PCM program web site (pcm.talentguard.com) as well as the information provided by TalentGuard s credentialing staff, who may be contacted at or info@talentguard.com THE PCM GOVERNANCE COUNCIL The PCM Governance Council is responsible for the governance of the PCM program, and all policy and standards related to the PCM credential. The program is administered by TalentGuard staff, which implements the policies. This structure allows the PCM Governance Council to maintain integrity concerning policy matters related to credentialing. The PCM Governance Council issues certificates to individuals who successfully meet its standards. These individuals may present themselves to the public as Professional in Career Managements. HISTORY HOW WAS THE PCM PROGRAM DEVELOPED The Professional in Career Management credential was designed to elevate professional standards, enhance individual performance, and designate individuals who demonstrate the knowledge that is essential to the 4 P a g e

5 practice of career management. Founded in 2006, the PCM program is a mark of excellence, and continues to evolve to reflect the growth and changes in the practice of career management. The eligibility requirements and test materials for the PCM certification program were developed based on a thorough study of the scope of practice and current state of knowledge in career management. A national job analysis survey of career management professionals was conducted in 2003 to define the scope of practice for career management professionals and determine the content areas appropriate for the test. The survey was designed to identify the knowledge used by career management professionals in the day-to-day performance of their jobs. A representative panel of career management experts reviewed the results of the survey and identified the scope of practice for career management professionals based on these data, thus ensuring that the content of the test reflects the day-to-day practice of career management professionals nationwide. The results were organized into the Career Management Body of Knowledge and respective subtasks that can be found on page 12 of this handbook. Examination Item Development The PCM test questions: Were developed by work groups of Professionals in Career Management Were reviewed by a panel of career management experts prior to being selected for the test Are referenced to current resources from career management textbooks sources Satisfy the test specification of a job analysis After initial test construction, the questions were analyzed to identify any hidden flaws. Questions that appeared to be flawed were discussed by the PCM Examination team to determine validity. After discussion, all issues were resolved to ensure proper scoring. The test question pool for the PCM certification program is updated on a regular basis to reflect current practices in career management. Individual questions that have been shown by statistical analysis to be unclear or unfair are modified or deleted from the pool. The PCM certification test has been designed to meet testing industry standards for validity and reliability. Validity is the degree to which the content of the test reflects the knowledge and skills required to perform the duties of a career coach in a competent manner. Reliability is the accuracy of the test results. That is, the degree to which the test results are free from error. 5 P a g e

6 Passing Score You must receive a passing score of 80%. If you do not receive a passing score, you may opt to take the examination one more time. WHAT IS THE PURPOSE OF THE PCM CREDENTIAL? The purposes of the PCM certification program are to: Establish the body of knowledge for career management professionals. Assess the level of knowledge demonstrated by career management professionals in a valid and reliable manner. Encourage professional growth in the field of career management. Formally recognize individuals who meet the requirements set by the PCM Governance Council. Serve the public by encouraging and promoting quality career management services. The PCM Governance Council, with the assistance and advice of professionals in relevant fields, has attempted to develop a credential that will recognize accepted levels of expertise in the profession with the goal of improving professional standards in career management. However, no certification program can guarantee professional competence. In addition, given the frequent changes in recommended practice, the PCM Governance Council cannot warrant that the test materials will at all times reflect the most current state of the art. The PCM Governance Council welcomes constructive comments and suggestions from the public and those in the profession. WHAT ARE THE BENEFITS OF CERTIFICATION? The benefits of certification for career management professionals include: Verification of your knowledge by an independent organization a way to prove that you have the knowledge needed for the job Professional growth and development Enhanced job opportunities The benefits of certification for employers include: Increased productivity Less training time needed to bring employees up to speed Competitive advantage in promoting services to members and other stakeholders 6 P a g e

7 GETTING READY FOR THE TEST Who Can Take the Test You are eligible to register for the test if you meet the following requirements: Have successfully completed the PCM Certification Course and completed all course work. Currently or recently employed in the career management space (including psychology, counseling, human resource management, coaching, or related fields). Hold a bachelor s degree and qualifying work experience equivalent. Have sufficient qualifying professional experience (the areas of psychology, counseling, human resource management, coaching, or related fields are preferred). Sign an attestation to uphold TalentGuard s Code of Ethics and Standards of Conduct. At the time of application, the required supporting document is required: 1. Educational background 2. Résumé showing professional experience HOW MUCH DOES IT COST? The cost of the exam is currently rolled into the cost of the course. HOW DO I APPLY? You must complete and the current Professional in Career Management exam application and submit it one week prior to the open testing period for which you are applying. Exams are administered quarterly. Exam applications can be found on the TalentGuard website. When your application has been reviewed and accepted, you will receive an acknowledgment of exam registration. WHEN AND WHERE IS THE TEST GIVEN? The exam is given four times a year online. The specific dates of the examination can be found on the TalentGuard website. WHAT IS THE FORMAT FOR THE TEST? The exam is offered online over a course of two weeks and typically takes about four-hours to complete. The test has 85 multiple-choice, true/false, and fill-in-the-blank questions. During the open testing period, you can access the exam as many times as you like in order to complete it. 7 P a g e

8 WHAT DO I NEED TO KNOW FOR THE TEST? The job analysis completed in 2003 resulted in the Exam Body of Knowledge, which organizes tasks deemed essential to career management into seven knowledge domains. See the Body of Knowledge at the end of this document. The Exam Content Outline The composition of the exam is guided by extensive research on the job tasks performed and knowledge needed by career management professionals. This research, and the exam content outline, is updated regularly. HOW DO I PREPARE FOR THE TEST? The PCM Governance Council offers the following suggestions for preparing for the test: Review the test content outline and ask yourself the following questions: Do I have a good understanding of the content area? Do I use this knowledge area regularly at work? Plan your studying based on your answers to these questions. For example, for content areas you have a good understanding of and use every day, you may only need to do a quick review to prepare for the test, whereas for areas with which you are less familiar, you may decide that you need more in-depth study or training before taking the test. When planning your studying, you should also think about what percentage of the test questions will cover each major content area. If you are not very familiar with a content area that will include a significant proportion of the test questions, you probably should spend some additional time studying this area. TAKING THE TEST Sample Examination Questions The PCM examination is a knowledge-based examination. The following questions have been selected for inclusion in candidate materials as sample questions. These questions have a proven record of psychometric performance on past PCM exams and are indicative of the quality of questions asked on the PCM exam. While these sample questions are intended to give candidates a better sense of PCM questions, the actual examination may include these and other similar types of questions in varying proportions. 8 P a g e

9 1. Why do career coaches need to perform a career change analysis? Choose one answer. a. To decide which type of career transition the client wants to invest their time and energy into. b. To assess the state of the client's current career transition. c. To adopt specific strategies and tactics for enhancing the client's career. d. To label the client's career transition so as to focus on the correct career strategies. e. All of the above. 2. Assessments can help clients do what? Choose one answer. a. Identify and better understand their personal career assets. b. Make the best occupational career choices possible. c. Lead them to learn new things about themselves and/or understand themselves in a different way. d. Gain new insights on what they are good at, what they want, what they need to learn more about, and what is most important to them in the workplace. e. All of the above. 3. What is desk research? (Choose all that apply.) Choose at least one answer. a. The name given to finding published information, also called "secondary" research. b. Research that includes occupational descriptions, job responsibilities, skills overviews, and more. c. Research that is done in the field through live interaction with others. d. A tool for clients to use in order to evaluate a broad list of occupations. e. All of the above. 4. What is a "competency"? Choose one answer. a. What a client can achieve through physical or mental skill or power. b. The capability to apply or use a set of related knowledge, skills, and abilities required to successfully perform "critical work functions" or tasks in a defined work setting. c. Something that can develop or become actual. d. The fact or condition of knowing something with familiarity gained through experience or association. 5. What is the purpose of a mock interview? Choose one answer. a. To identify the most difficult questions for a client and develop appropriate responses. b. To decide what qualifications and information the client wants to convey to a prospective employer. c. To give clients feedback concerning the impression they project. d. All of the above. HOW IS THE TEST SCORED? Your performance on the test will be measured against a predetermined standard of knowledge. This standard is the basic level knowledge that can reasonably be expected of individuals with basic competence in career management. You will NOT be measured against the performance of the other individuals taking the test. This means that if everyone who takes the test meets the knowledge standard, everyone will pass. The passing score for the PCM test is set by a national panel of experts representative of the profession. These experts review each test question, evaluate the difficulty of the question, and make a judgment as to how a 9 P a g e

10 professional with basic competence would perform on the question. These judgments are analyzed statistically to determine the passing score. WHAT INFORMATION WILL I RECEIVE ABOUT MY SCORE? The test is designed only to distinguish those who have the basic level of knowledge from those who do not. There is no evidence that someone who receives a very high score on the test will perform significantly better on the job than someone whose score falls exactly at the passing point. Therefore, if you pass the test, you will be informed only that you have successfully completed the credentialing process. You will NOT be notified of your actual score. If you do not achieve a passing score, you will be notified of your score and the minimum score required to pass, and will receive a diagnostic report showing your performance in each content area. This information is provided to assist you in deciding whether to retake the test and how to plan your study efforts for future tests. WHEN WILL I RECEIVE MY TEST RESULTS? PCM test results will be made available after the testing period closes. You will have one week to review your exam. Appeals Provisions Request for Rescoring If you do not achieve a passing score on the test, you may ask that your test be rescored by hand to verify the reported score. Retaking the Test There is no limit on the number of times that you may apply for and take the test. If you do not succeed in passing the test the first time, one more chance will be given. After that, a fee will apply to subsequent tests taken by an applicant. Nondiscrimination Policy The PCM Governance Council does not discriminate against any person on the basis of age, gender, sexual orientation, race, religion, national origin, medical condition, physical disability, or marital status. CERTIFICATION MAINTENANCE To maintain the certification, a PCM must renew every three years for a fee of $150. The purpose of PCM continuing Certification Requirements Program is to: Enhance the ongoing professional development of PCMs 10 P a g e

11 Encourage and recognize individualized learning opportunities. Offer a standardized and objective mechanism for attaining and recording professional development activities. Sustain the PCM as a leading certification credential. 11 P a g e

12 CAREER MANAGEMENT BODY OF KNOWLEDGE 01 STRATEGIC CAREER MANAGEMENT The process and strategy used to formulate career management tactics and procedures, meet short- and longterm goals, guide and lead the change process, and evaluate management's contribution to employee development. 01 Gain a historical perspective of career development, understand generational changes and how occupations evolved to keep pace with changing demographics. 02 Understand and interpret information related to career management theories, techniques, and models in order to contribute to the development of individual and group career strategies. 03 Understand how career management helps consumers (both industrial organizations and households) to achieve their goals through an array of services and products. 04 Develop and shape policy related to career management programs. 05 Evaluate the differences between human resource management and career management within an organization. 06 Evaluate and assess the importance and impact of the external environment on consumer demands and needs. 02 HUMAN ENGAGEMENT How different learning styles and other factors influence the learning process, as well as an in-depth look at the differences among diverse populations, and how both of these contribute to selecting appropriate career coaching approaches, techniques, and resources. 01 Understand emotional impact and triggers that occur during times of change such as involuntary terminations, downsizing, restructuring, and outplacement. 02 Understand how lifestyle changes impact one s career during the change process (e.g., becoming a parent, getting married, losing a job). 03 Demonstrate understanding of adult development and the lifelong career needs of people (e.g., career fears). 04 Establish trusting relationships with key individuals and organizations in the community to assist in achieving the individual s goals. 05 Use interpersonal skills such as rapport, observe, listen, and analyze to reinforce individual competencies, knowledge, skills, abilities, interests, and values through modeling, communication, and coaching. 06 Establish relationships with individuals and groups to facilitate career management decision making over the life span and maintain professional boundaries during the coaching process. 07 Understand how to establish, structure, facilitate, and end a coaching program. 08 Understand how to organize, manage, and maintain client information and balance a caseload. 09 Gain knowledge of substance abuse models and clinical diagnosis and how they impact work and the change process. 10 Understand career development issues among diverse populations related to gender, sexual orientation, race, ethnicity, economics, and physical and mental capacities, and select career coaching approaches, techniques, and resources applicable to specific populations. 12 P a g e

13 03 CAREER DEVELOPMENT MODEL A model for managing adult career transition as a lifelong process. 01 Use risk tolerance model to help people assess their readiness for career change. 02 Use the Career Transition Matrix to assess the four types of transitions one can make. 03 Use the Career Development Model as a common approach for delivering career management services. 04 Facilitate the use of a career decision models to foster the transition process. 05 Investigate and assess various career choices and associated risks of change that impact the rate at which change is possible. 04 MAGNIFY Selecting, administering, developing, and interpreting assessments for use with individuals and groups to ensure people s ability to achieve personal career goals. 01 Facilitate the development and understanding of individual competencies, knowledge, skills, abilities, interests, and values. 02 Understand flexible work arrangements, diversity initiatives, travel impact on individual s work conditions and work/life balance. 03 Understand the purpose and use of assessment in the coaching process to facilitate self-awareness and change. 04 Understand and interpret regulations surrounding the use of assessments in career planning in private practice and within organizations. 05 Demonstrate knowledge of various assessment tools and processes for use in career management. 06 Demonstrate the ability to select and administer assessment instruments for various individuals and groups. 07 Assess characteristics such as attitude, interests, behavior, values, and personality traits. 08 Assess career indecision, work environment preferences, and other work/family issues. 09 Interpret assessment data to help individuals gain clarity on their career goals. 10 Understand how occupational systems are structured and classified and use this information to develop skills in individuals and facilitate career selection. 11 Understand the key attributes and characteristics of typical occupations and how to apply this data to career decision making. 05 ALIGN Identifying, organizing, interpreting, and synthesizing information and resources to assist individuals during the process of researching occupational options, finding employment, and managing career growth. 01 Identify sources of information and connect individuals with data and resources pertinent to occupational choice. 02 Search for education, training, and employment resources to help individuals learn about various 13 P a g e

14 occupations, schooling, trends, compensation, and more. 03 Explore the working conditions of various work roles (e.g., inside/outside, hazardous, health). 04 Use technology tools and resources (e.g., presentations, Web sites, instant messaging, cameras) to aid in the research-gathering process, face-to-face coaching sessions, and online coaching sessions. 05 Organize and present information that can be understood by different types of clients based on demographics, ethnicity, and educational abilities. 06 Demonstrate how to organize and use various electronic and paper-based resources in the career management process. 07 Learn how to build and categorize a resource list to aid in community outreach. 08 Demonstrate effective information gathering and research strategies and tactics. 09 Describe and demonstrate the steps required to develop a career research plan and how to ensure successful completion of the process. 10 Determine the appropriate level and depth of information required for decision making and differentiate nice-to-know information from need-to-know. 06 TARGET Learn how to plan and implement career change over the life span, assess competencies to identify skills needed for individual and organizational success, and create career plans to build a resilient workforce. 01 Understand and develop competencies to facilitate personal development and organizational growth. 02 Learn how to integrate competency models into the career management process. 03 Articulate the various competency models used by the industry. 04 Explore the hierarchy, classification, and educational and training requirements of various job roles. 05 Explore how trends and work opportunities in various sectors impact the structure of work roles. 06 Define career development plans and alternative approaches to accommodate the needs unique to various diverse populations. 07 Develop career path strategies to increase individual and organizational effectiveness, including training design, budgeting, and project management. 08 Explore learning strategies that are reflective and supportive of career change (e.g., on-the-job training, career ladders, mentors, networking, continuous learning). 09 Evaluate effectiveness of career programs (i.e., career paths) and information to ensure appropriate skills acquisition, professional development, and transition. 10 Understand the concept of professionalism as it relates to appearance, character, and effectiveness (A.C.E.). 07 CREATE Define branding strategies, create career tools, and craft communications to promote and support individuals through a variety of career changes. 01 Explore brand/market attributes that can either enhance or impede the career journey. 02 Help clients understand the importance of conveying effective messages during the transition process. 03 Learn how to create a 30- and 60-second pitch to advance individual career marketability. 04 Prepare résumés, cover letters, and other job search materials. 14 P a g e

15 05 Demonstrate skills to teach individuals how to present themselves in different types of interviews (e.g., panel, phone screen). 06 Demonstrate the ability to design practice interviews, use various interview techniques, and design interventions for areas of improvement. 07 Maximize the leveraging power of the clients network through online communities and use of social media. 08 Understand how to best implement social media networks and tools to help clients effectively brand themselves online and make successful transitions and changes. 08 HARNESS Planning and executing a successful career transition or job search grounded in measureable goals, proven launch strategies, client readiness, and task alignment. 01 Understand and apply necessary networking protocols to expand clients area of influence. 02 Understand and apply principles of effective compensation and how they impact individual motivation. 03 Understand the process, benefits, and limitations of employer and market segmentation. 04 Use standard criteria to determine the viability of different markets and employers. 05 Interpret job search offers, understand how to facilitate decision making and negotiation during the employment offer process, and understand executive employment agreements, I-9 forms, and relocation. 06 Provide guidance on the use of job search resources, such as electronic mailing lists, job boards, databases, career fairs, and more. 07 Define triggers in the job search process and how to implement responses to mitigate risk. 08 Learn how to effectively manage the job search process to ensure appropriate follow-up. 09 Help individuals implement different work alternatives (e.g., self-employment, contracting, etc). 09 ETHICS AND BENCHMARKS Becoming familiar with standards and ethical practices in the career management field. 01 Monitor legislation and the political environment for proposed laws impacting an individual s career, taking appropriate steps to support them through the process. 02 Develop and utilize metrics to evaluate the effectiveness and achievement of career goals and objectives. 03 Develop and implement corrective measures to help steer programs or individual plans to their intended goals. 04 Understand the importance of being an advocate for the career management profession in one s community and nationwide. 15 P a g e